Looking Ahead to 2021
As we enter a new year full of hope, it’s time to consider what work will look like in the coming months and beyond. Working from home was a new format for many employees, and while there are certainly those eager to get back to the office, studies show that most workers will do so with new expectations for what makes for a good job, for valuable management, and for fulfilling work.
At the same time, leaders at companies around the world are being forced to consider how to adapt not just to a workforce that is likely to remain at least partially remote, but one that now values flexibility and well-being over more traditional measures of workplace satisfaction like a corner office or good coffee.
So how can employers meet and exceed employee expectations in 2021?
According to Gallup, only 15% of employees worldwide and 35% in the US fall into the “engaged” category. Meeting employee expectations is part of building an engaged workforce, and there are a few simple ways to approach this, no matter the nature of your organization.
Gallup defines engaged employees as those who are involved in, enthusiastic about and committed to their work and workplace.
1. Practice Authentic and Attentive Management
70% of the difference in team engagement is determined solely by the manager.
Considering this pandemic, it’s no surprise individuals are yearning for connection. Employees want to feel acknowledged, appreciated, and like their work matters. And to feel truly engaged, they need to know that their manager is part of their team and can help coach them to new levels of performance.
Gallup offers twelve distinct elements of employee engagement, all of which a manager can directly influence. That begins with:
Ensuring employees know what is expected of them in functional, emotional and relational realms
Offering authentic, meaningful and motivating praise or recognition for doing good work
Creating ways for employees to grow and learn at work, through ongoing learning programs, expanding current roles to stretch capabilities, and building individualized, career-focused opportunities
2. Focus on Wellbeing
As work and home come closer together, the workforce is focusing more on their happiness and wellbeing as a total person, looking at their lives holistically rather than as separate work and home experiences. Therefore, creating an environment that ensures employees know they are cared for on a personal level and that their concerns matter, even during the course of the workday, is critical as the workplace focus shifts to holistic employee wellbeing.
Employees want to know that someone at work cares about them as a person, not just as a worker. Managers have a responsibility to see that their employees feel:
Their inputs and opinions are heard and valued by the team
They are respected and protected, not just for their work but as a person
Their direct supervisor sees them for who they are, not just as a means to accomplishing specific work tasks
3. Consider the Long Term
Companies often look at a lack of employee engagement as a problem — one that can be fixed with a simple solution. But a lack of enthusiasm and engagement is not something that happens as an isolated event, and it can’t be remedied with a one-time fix.
Building an engaged workforce — one that will champion your organization — is a commitment that requires action, big and small, over the course of time. It’s a mental shift that involves the whole organization, and while that may sound intimidating, there are proven steps that can be taken to reinvigorate a team in need of re-engagement.
The way that we think about and approach our work lives has evolved profoundly during this pandemic, and I’m so pleased to be able to coach my clients to adapt and excel using their inherent Strengths. When we focus on what makes us unique and strong, when we acknowledge our differences and our similarities as people and as employees, we find new ways to connect and achieve more together.
As we move forward toward a brighter 2021, I hope I can be a source of guidance and support to you, through coaching, training or by simply connecting. Let’s connect about how I can help you create a more engaged team within your organization.